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Who Can Use Coaching?
The most powerful way to help others learn soft skills on the job is coaching. Candidates for Challenger coaching engagements include:
Individual contributors, known for their functional skills, who are now being called on to lead and manage teams rather than simply do the work themselves.
“Home grown” managers, valued for their personal achievements, with a history of contributions in an older business paradigm, who are novices in new business conditions.
High performing managers in a circumstance of merger or acquisition tasked with blending workers from different, perhaps oppositional cultures and turning them into productive highly functional teams.
New hires tasked with re-inventing team dynamics during a period of high competitive challenges. There is no time for in-fighting, new leaders have to achieve trust and buy-in quickly.
Older more seasoned managers tasked with leading younger teams whose technical prowess may exceed their own. “Old dogs” can benefit from coaching to relate more effectively, and harness the skill and expertise of their more junior multi-tasking “wired” workers.
Younger talent appointed to lead because of their technical expertise, but stymied at the prospect of nurturing and gaining the respect of longer tenured, legacy, mature business teams, who may not be “techies” but hold priceless institutional and industry knowledge.
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